Senior HR Compliance Specialist

Role Overview

• Ensure organizational compliance with federal, state, and local labor laws and regulations (e.g., FLSA, FMLA, EEO, ADA, wage and hour laws).
• Monitor and interpret changes in employment laws and regulations; proactively recommend and implement necessary updates to policies, procedures, and practices.
• Identify enterprise-wide compliance risks and lead cross-functional initiatives to mitigate exposure and strengthen organizational controls.
• Lead and coordinate responses to external agency claims and complaints (e.g., EEOC, DOL), partnering with internal stakeholders and legal counsel to ensure timely, accurate, and compliant resolution.
• Partner with legal counsel to proactively assess employment-related risks and ensure HR policies, practices, and programs align with current legal and regulatory requirements.
• Establish governance and audit mechanisms to ensure compliance across all HR functions.
• Maintain and update HR policies, procedures, and the employee handbook to ensure alignment with legal requirements and organizational standards.
• Lead internal HR compliance audits, including documentation reviews, process audits, and remediation planning.
• Serve as the primary HR point of contact for internal and external audits.
• Ensure consistent application of HR policies and compliance standards across departments.
• Manage and continuously improve HR compliance documentation and recordkeeping practices.
• Partner with HR teams to ensure background check processes are compliant with applicable laws and organizational standards, including establishing appropriate controls and monitoring mechanisms.
• Provide compliance oversight for HR programs such as background checks, employee records management, document retention, onboarding and offboarding processes, leave administration, ADA accommodations, workers’ compensation and safety programs, and employee classification, ensuring alignment with applicable laws and organizational standards.
• Ensure proper classification of employees (e.g., exempt/non-exempt) and adherence to wage and hour regulations.
• Review HR processes (e.g., onboarding, offboarding, leave administration) to ensure compliance and identify improvement opportunities.
• Partner cross-functionally with Payroll, Benefits, Talent Acquisition, and HR teams to ensure alignment with compliance requirements.
• Partner with People Enablement to support and deliver training on HR compliance, policies, and regulatory requirements.
• Educate managers and HR team members on compliance-related topics and best practices.
• Develop tools, resources, and guidance to support consistent and compliant HR practices.
• Ensure required compliance trainings (e.g., anti-harassment, workplace violence prevention) are implemented and completed in accordance with legal and regulatory requirements, including establishing tracking, reporting, and retraining mechanisms.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field with 5-7 years of progressive HR experience; or an equivalent combination of education and experience.
• HR certification required.
• Strong knowledge of employment laws and regulations, including wage and hour, leave laws, EEO, workers’ compensation, and ADA compliance.
• Experience conducting HR audits and managing compliance programs.
• Demonstrated experience leading responses to external agency claims and complaints (e.g., EEOC, DOL), including coordinating with legal counsel, risk/insurance partners, and internal stakeholders to ensure timely and compliant resolution.
• Demonstrated ability to interpret and apply complex regulations in a practical business environment.
• Strong sense of confidentiality regarding personnel information, financial information, employee health, and other sensitive subjects.
• Highly organized with the ability to manage time, prioritize work effectively, meet deadlines, and remain productive amid frequent interruptions and with limited supervision.
• Excellent oral and written communication skills and presentation skills with persons from various backgrounds and education levels.
• Demonstrated ability to influence cross-functional stakeholders without direct authority.
• Strong customer/personal service skills.
• Proficiency in Microsoft Office products.
• Willing and able to adapt to changes in work environment, procedures, priorities, and job duties.
• Proficiency in English is necessary for job-related communication, including understanding policies, writing correspondence, and engaging with colleagues or clients.

Benefits

• Health coverage
• Retirement plan
• Paid time off